We’ve had a lot of turnover in our company lately, a few in my own department (I manage IT). We try to get quality candidates who can hit the ground running. But it seems that there are always some fires to put out, so we tend to throw people in the deep end and hope they can swim. Many are sinking instead. I really don’t have time to keep training new people who turn around and leave. What can we do to improve our retention?
Voluntary turnover (or quits, as the Bureau of Labor Statistics calls them) was on the rise in 2014 for private industries. With a tighter labor market (where there are more jobs than qualified workers), dissatisfied employees are more likely to jump ship. So let’s talk about how to get employees to stay at your company, or at least in your department.
Proper onboarding is important because turnover is costly – in time, recruiting costs, productivity loss, and morale. Onboarding is more than just filling out the HR forms and attending an orientation meeting. It’s the process of organizational socialization. You want to teach your new staffer about your company’s mission, values, and culture, as well as how he or she fits into your department and the organization as a whole.
To make an employee’s first day a less stressful experience, plan ahead for a smooth arrival. Since you’re in IT, I hope your business has a new hire portal that allows electronic completion of forms such as the W-4, I-9, etc. and access to the company’s policy handbook. Humanizing this portal with a welcome message from the manager as well as photos of teammates can go a long way toward easing the rookie’s mind.
You don’t want your new hire to show up and have no place to sit or a cubicle without a workstation. It’s up to you to provide all the tools to do the assignments for which you’ve hired him. Job duties should be outlined in a detailed, clearly written manual, hopefully in an electronic version that is easily searchable. Video training is great for visual learners, assuming you have the resources. If the outgoing employee is available to train the new recruit, take advantage of the opportunity for job shadowing.
While the first day is important to make the employee feel welcomed and valued, effective onboarding lasts weeks or months. It can take up to a year for a new employee to become fully productive. Check in regularly with your freshman – not just in passing – with weekly or even daily meetings to ensure tasks are understood and completed and to gauge satisfaction of both parties.
Readers: What is your company’s best onboarding practice?
Do you have a job-related question? Ask Anita.
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